Diversity, equity, and inclusion (DEI) describes initiatives that promote the representation and involvement of various groups of individuals. Companies institute DEI policies and programs to ensure their hiring practices, micro and macro operations, and client-facing services include and support people from diverse backgrounds, but today, many programs face government budget cuts. Whether you work in the public sector or manage a public agency, these low-cost ways to continue to support DEI efforts can help you navigate budget changes. 

What Does DEI Encompass?

DEI groups three related but different concepts — diversity, equity and inclusion. These center around providing inclusive environments and opportunities. In the workplace, DEI promotes equitable recruiting and hiring practices and inclusive mobility opportunities.

Diversity commonly includes race, ethnicity, sexual orientation, socioeconomic status, religion, language, gender identity, marital status, age, veteran status, and physical and mental ability. Equity works to ensure equal treatment and opportunity for all employees. It addresses disparities that can lead to unequal access. Inclusion focuses on creating a welcoming environment where everyone can participate.

What Are the Challenges Facing DEI Programs?

Workplace DEI programs can face several challenges in addition to recent budget cuts:

• Lack of investor support: Lack of investor support can decrease DEI funding and even block initiatives if investors consider withdrawing their support due to DEI efforts.
• Limited or competitive DEI grants: DEI program budget cuts may impact DEI-focused grants, making grant opportunities more scarce and competitive.
• Tokenism concerns: Tokenism refers to hiring or promoting an individual to create the appearance of diversity. Staff who see themselves as token hires experience higher levels of stress and depression, and some may associate DEI efforts with tokenism rather than the more profound issues they address.
• Resistance from employees: Workers who feel DEI efforts don’t benefit or potentially harm them may resist offering support.
• Difficulty recruiting diverse hires: Recruiting diverse hires requires a brand to self-reflect on their previous hiring practices. Doing so can be difficult, and reaching diverse hires requires research and targeted outreach.
• Difficulty retaining diverse hires: Many enterprises already struggle with retention since workers change careers often — five to seven times in their lifetime on average. Retaining diverse talent requires employers to create an inclusive work culture and accessible platforms for people to voice concerns and needs.
• Unconscious bias in the hiring process: Bias in the hiring process can be difficult to unearth and address, and biased HR professionals may resist change.
• The challenge of measuring progress: It takes time to see the effects of some DEI efforts, and others’ progress is difficult to measure.
• Lack of education around inequities: Lack of education around inequities can impact DEI efforts if those whose support you need don’t understand why DEI is necessary.
• Lack of support from the surrounding community: DEI efforts that target recruitment need the surrounding community’s support. They will face challenges if a community is untrusting or unaware of DEI intentions.
• The challenge of addressing intersectionality: Intersectionality refers to the interconnectedness of social categories like race, class and gender. It is an essential but complex part of DEI work.
• Lack of inclusivity in an industry: If the reputation of a business’s larger industry is that it lacks diversity, it may struggle to rebrand itself.
• Delegating the labor involved in DEI: DEI efforts should involve everyone in the organization. However, if a firm is small or facing team members’ resistance, DEI efforts may fall on marginalized individuals, increasing their workload.